Labor & Employment Law Daily Wrap Up, LITIGATION NEWS, TRENDS—FMLA lawsuits worth noting, (Nov 5, 2025)

By Pamela Wolf, J.D.

Employers facing FMLA lawsuits by employees include Marriott International, Sinai Medical Centers, Advanced Urgent Care, Sharecare, and Paycom Payroll.

In Araujo v. Marriott International, Inc., Case No. 1:25-cv-25008-KMM, filed in the Southern District of Florida on October 30, 2025, the plaintiff alleged she worked as a housekeeper at one of the defendant’s hotels when she took medical leave, requested through HR, for urgent gallbladder surgery that was communicated to her supervisor, who confirmed her return-to-work date. She returned to work without issue for a full shift and was informed by her supervisor that she was being laid off due to staff reduction. Allegedly, even though the plaintiff was qualified for her job, she was promptly replaced by another employee. She claimed Marriott International interfered with her FMLA rights and retaliated against her for exercising her FMLA rights.

In Cordova v. Sinai Medical Centers, dba Advanced Urgent Care, LTD & Dr. Mohamad R. Alzein, Case No, 1:25-cv-13316, filed in the Northern District of Illinois on October 30, 2025, the plaintiff alleged she was working as a medical assistant with a high-risk pregnancy due to multiple miscarriages when she went into preterm labor and was given medical restrictions of light, administrative duty work with “adequate periods of rest.” Purportedly, Sinai did not comply with her request for a medical accommodation, and she continued to bleed excessively during her shifts because she was being overworked above her medical restrictions. When she discussed her anticipated need for medical leave, Dr. Alzein, instead of notifying her of her FMLA rights, advised her to apply for unemployment compensation during her leave. When she was hospitalized again with pregnancy complications and communicated the same to her employer, she was told to provide a letter that she was voluntarily going on maternity leave and stating her date of return. Again, her employer gave her no notice of FMLA rights. She replied that she didn’t understand why she needed to provide such a letter because she was still in the hospital and under medical care.

Later, she had birth complications and the baby was born with complications. When she initially attempted to return to work, Dr. Alzein purportedly told her it was too soon. When she later contacted her employer to return to work, she received no response. She was then advised she was terminated for failing to “return to work on time” and that her position was filled by a non-pregnant individual while she was on maternity leave. She raised claims of FMLA interference and retaliation.

In Jeter v. Sharecare, Inc., filed in the Northern District of Georgia on October 29, 2025, the plaintiff alleged that he submitted FMLA paperwork to care for his wife while she battled cancer. His employer asked him for more information about his wife’s diagnosis and he submitted the required paperwork to the doctor the same day. However, his employer allegedly terminated him just two days later. His sales performance was purportedly 18 percent over quota at the time he was terminated, and he was set to close a deal that would have given him a commission of $1.375 million to $3.5 million. He alleged FMLA interference, retaliation, and breach of contract.

In Taylor v. Paycom Payroll, LLC, Case No. 5:25-cv-01286-G, filed in the Western District of Oklahoma on October 29, 2025, the plaintiff, an African American woman, alleged she worked as a senior executive assistant with no prior performance issues until she began to work with a new COO, who purportedly increasingly scrutinized her work. After she informed the COO and HR that she was pregnant, the scrutiny allegedly increased, including discussions of her job responsibilities. Her employment was terminated five days after her formal request for FMLA leave in connection with her pregnancy. Her employer said she was terminated because her position was being eliminated because there was not enough to do for the COO for fulltime work. However, the plaintiff purportedly was effectively replaced by a white, non-pregnant woman. The plaintiff raised claims of FMLA interference and retaliation, and race and pregnancy discrimination.

Companies: Marriott International, Inc.; Sinai Medical Centers; Sharecare, Inc; Advanced Urgent Care, LTD; Paycom Payroll, LLC

News: LitigationNewsTrends EmployeeLeave Discharge Retaliation RaceDiscrimination PregnancyDiscrimination SexDiscrimination